Exam 2 - HR Management

using a job analysis for selection

using a job analysis for selection

different selection procedures capture certain KSAOs more effectively than others

case law

significant body of laws and legal guidelines has developed to guide employers in choosing, developing, and administrating hiring procedures

mediation

negotiation to resolve differences conducted by some impartial party

arbitration

the process or act of resolving a dispute

reliability

how consistent or dependable selection procedures are in measuring something

utility

the monetary value of an HR function

validity

the accuracy of a measure and the degree to which it measures what it is suppose to measure

correlation

Examining the relationships between variables to identify patterns or associations

types of interviews

structured - an interview in which all job applicant are asked the same, job related questions

situational - a type of structured interview in which job applicants are asked what they would do in hypothetical work related situation

behavioral - a type of structured selection interview that uses questions about how applicants handle a work related situation in the past

five factor model

a model of normal adult personality that includes the dimensions of openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism

integrity test

A test specifically developed to assess applicants' tendency toward counterproductive and antisocial behavior

cognitive test

a measure of the ability to perceive, process, evaluate, compare, create, understand, manipulate, or generally think about info and ideas

assessment center

a specific type of work sample, often used for manager selection

situational judgment test

a test that captures some of the realism of work sample tests but in format that can be used for manager selection

biographical data

info about a job applicant based on their personal history that can be used to make selection decisions

self efficacy

a person's belief about his or her ability to perform a behavior successfully

trainee motivation

predicts trading success -- learners have to be motivated to learn for the training to be effective

expectancy theory

how hard someone works is based on how that person perceives the outcome of the work

goal setting theory

organizational goals have to be communicated clearly and the goals need to be specific enough

training transfer

whether the training results in changes on job performance

overlearning

A strategy whereby the learner continues to study and rehearse the material after it has been initially brought to mastery.

schema

a conceptual framework a person uses to make sense of the world

script

a list of things to do

massed learning

trying to learn something all at once

spaced learning

learning over several small incremental periods

team training

training that provides employees with the skills and perspectives they need to collaborate with others

role plays

When trainees act in managerial situations such as counseling a difficult subordinate

gamification

training that is made into a game or completion among employees in terms of scores on their training performance

simulation

a type of managerial training in which teams challenge each other as if they were businesses in competition

onboarding

the process of helping new employees adjust to their new organizations by imparting to them the knowledge, skills, behaviors, culture, and attitudes required to successfully function within the organization

case studies

a managerial training method wherein participants analyze and discuss a different business case

executive coaching

individual advice and counseling to managers regarding their work and careers

job rotation

enlarging jobs by moving employees among several different jobs

Performance Management

the process of measuring, communicating, and managing employee performance

fair hearing

Ensuring that there is two-way communication during the appraisal process and the employee's side of the story is heard.

adequate notice

letting employees know what criteria will be used during the appraisal

management by objectives

a management strategy in which organizational goals are translated into department goals, which in turn are converted into individual levels goals to ensure that individual and company goals and objectives are fully aligned

KPI

a metric that measures the performance of a particular activity or process

types of rating errors

leniency - the tendency of a rater to rate most employees highly

severity - the tendency to rate almost all rates low

central tendency - tendency to rate most employees in the middle category

halo - basing performance rating on one or two performance dimensions, with one prominent damson positively affecting how the employee is perceived on other dimensions

recency - when a rater focuses on the most recent employee behaviors they have observed rather than focusing on the entire rating period

involuntary turnover vs. voluntary

voluntary - a departure initiated by an employee

involuntary - an employee terminated by the organization against their own wishes

ease of movement

The degree to which employees may leave an organization easily (due to factors such as a favorable job market that makes it easy to leave)

desire to leave

When an employee would like to end their employment with an organization

cost of turnover

include the cost of leaving, replacement costs, and transition costs, while indirect turnover costs include the loss of production and reduced performance

retention rates

An employee retention rate measures the percentage of employees that stay at your company over a specific period of time

engagement survey

designed to measure and assess how motivated and engaged your employees are to perform their best at work each day

pulse survey

Short, frequent surveys

exit vs. stay interviews

exit - a discussion that allows a departing employee and their organization to exchange information, usually on that employee's last day of work.

stay - an employer sits down with an employee to discover what the employee values about their job and what could be improved

job satisfaction

a positive feeling about one's job resulting from an evaluation of its characteristics

alumni

people who have graduated from the institution.

boomerang employees

former employees who rejoin an organization

retirement

the state of no longer working

unemployment insurance

payments by the government for a limited period of time to people who have lost their jobs

progressive discipline

A formal discipline process in which the consequences become more serious if the employee repeats the offense.

retaliation

revenge

negligence

a civil cause of action in which an employer is found liable because they hired someone they knew, or should have known, was likely to harm others in the position for which they were hired

employment at will

when organizations have the right to terminate the employment of any at any time and employees have the right to quit at any time

tardiness

being late to work regardless of giving notice

absenteeism

unapproved absences from work

4 approaches to unsupported

1. postpone term to create significant paper trail
2. leader becomes passive aggressive against EE
3. offering EE a severance package
4. terminating the EE

3 types of assessments

1. personality tests like MBTI and PI
2. assessment centers
3. performance appraisals -- use of common language for defining strengths and weaknesses

layoff

An involuntary separation of the employee from the employer for a temporary or indefinite period, through no fault of the employee.

RIF

when companies reduce the number of employees through layoffs, furloughs, or terminations